Organization-Level Skills Gap Assessment


A skills gap is the difference between skills that an organization needs to meet its goals and the skills its workforce currently offers (Bika, 2017). Conducting a skills gap assessment helps organ-izations identify and assess gaps in the skills of its workforce, and thus informs their training and hiring programs. This assessment can be conducted at a project/team level, or at an organizational level. 

Our Organization-Level Skills Gap Assessment follows these steps: 

  1. Identify and categorize the gaps in your organizational skillset and categorize by type and time horizon.
  2. Rate each gap based on how big it is in your organizational skillset. 
  3. Based on the rating results, develop an action plan to bridge the gap.


The Organization-Level Skills Gap Assessment can be used by HR Managers, Recruitment Direc-tors, and Training and Development Managers.


Skills gaps can prevent organizations from growing or remaining competitive. According to AAR Corp’s The Mid-Skills Gap in Middle America, “skills gaps can translate into slower growth, high on-the-job training costs, and lost productivity”. Lower productivity, lower efficiency, and missed opportunities for the organization are the top three business impacts of a lack of required capabilities (ASTD, 2012). 

Organizations can develop targeted training programs by identifying critical gaps, and save money and improve chances of meeting their goals (Gurdjian & Triebel, 2009). As organizations compete fiercely for talent, they must know how to build strategies for training, hiring, and retaining employees (McKinsey, 2012). 

Whether you call it the Fourth Industrial Revolution, or the next economic era, it is clear that the skills that will be required in the near future may be notably different from those we are currently accustomed to. Recognizing that it can be difficult to envision what skills may be required in the coming years ahead with such a rapidly-changing landscape, the decision model is pre-populated with an extensive list of skills expected to be required in the short- to medium-term.


1) NOODLE & TAG the gaps in your organizational skillset and categorize by type and time horizon.

Note: In assessing what KSAs/proficiencies will be required in the short, medium, and long term, consider guiding elements such as your organization’s Mission, Vision, Goals, Strategic Plans, and Competitive Analysis.

2) COMBINE to eliminate duplicates and similar ideas.

3) RATE each gap based on how big it is in your organizational skillset.

4) ACTION PLAN: Develop an action plan to close the gaps.


  • Identification of gaps in skills required to successfully meet your organization’s goals
  • Shared understanding of the skills gaps and the time and effort required to close them 
  • Action plan to resolve the gaps between the current state and the desired state 
  • Collective and informed decisions on hiring and employee development programs


This exercise will enable:

Quality – Build a pipeline of workforce to match your current and future requirements.

Efficiency – Save time, effort, and money by identifying skills gaps before a project begins and avoid staffing issues in the future.

Engagement – Engage relevant stakeholders synchronously or asynchronously for a realistic assessment of budget and resource requirements for your project.

Agility – Quickly identify and prioritize which skills should be acquired and when to meet your organization’s goals successfully.


ASTD (2012). Bridging the skills gap. American Society for Training & Development.

Bika, N. (2017). How to conduct a skills gap analysis. Workable.

Gurdjian, P., & Triebel, O. (2009). Identifying employee skill gaps. McKinsey.

McKinsey (2012). The world at work: Jobs, pay and skills for 3.5 billion people. McKinsey Global Institute.